As a leader it is important to know your strengths and your soft spots. As a result of this many large companies us various personality assessment tools to discover specific things about their employees. Basically – what makes them tick.

There are a few points of view whether the use of such tools are a good thing or bad thing. To go down that rat hole take a peek at my post from last year.

If the below diagram looks familiar then you may already know about Enneagram Personality assessment tests. I did not cover this in that post – but have gotten a few requests to address this test.

In one of the courses I teach I make reference to Enneagrams as a way of determining how your typical behavior is driven by one or more of these nine fears.

I have include my own results at the bottom as a reference for you. I encourage that you take your own quick test to better see where you may land. I doubt there will be any revelations as you likely know enough about yourself to see the results as no surprise.

The value and power in doing this assessment on yourself is that you can begin to look out for certain behaviors you may typically exhibit which may be getting in the way of your advancement or success in your career or relationships.

When I coach clients on how to build courage and overcome certain fears, it usually the fear that is stopping them. In the case of the Enneagram you can see the other side of the fear coin. The fear that’s driving you. The actions you take are often linked to the fears you harbor within.

In the Enneagram system of personality, the nine fundamental fears are:

1. Fear of being evil

This is the fear of being bad, corrupt, or imbalanced. Characters dominated by this fear try to avoid being condemned. They want to be correct and consistent, able to justify themselves and their actions. They can be highly critical of others, and self-righteous.

This character type is The Reformer.

2. Fear of being unloved

These characters want most of all to be loved. To achieve this, they give love to others, expecting others to give love back. But no other type is as giving as they are. These generous characters may be disappointed by what they get in return. At times they may be manipulative and vindictive.

This character type is The Helper.

3. Fear of being worthless

Characters dominated by this fear want to be worthwhile and valuable. They crave attention and are eager to impress. Desperate to distinguish themselves, they strive for admiration and acclaim. They fear failure and humiliation, and can be deceitful, hostile, and even psychopathic.

This character type is The Achiever.

4. Fear of being insignificant

These characters fear losing their identity. They want to be themselves, and protect their feelings. They put their emotional needs first. They yearn to express themselves with beauty, to find ideal love, and to live out their fantasies. But they are vulnerable to self-indulgence, self-destruction, and emotional breakdown.

This character type is The Individualist.

5. Fear of being incompetent

These characters work hard to master a system of knowledge or a set of skills. They are keen investigators and conceptualizers. Intellectual and detached, they can be reclusive, eccentric, and even schizophrenic.

This character type is The Investigator.

6. Fear of being without support

These characters crave a sense of security, and they fear losing guidance. They often find support and guidance within an organization. They seek the approval of others. Slow to trust, they may test those around them, and they can be paranoid.

This character type is The Loyalist.

7. Fear of being deprived

These characters have a great appetite for life, and are greedy for new experiences. The most extroverted type, they are escape artists who fear being trapped by their inner pain. They may have mood swings and mania.

This character type is The Enthusiast.

8. Fear of being controlled

These characters are highly independent and self-confident. They are natural born leaders, but can also be bossy and domineering. Self-driven and enterprising, they deny their own emotional needs. They can be ruthless, vengeful, and sociopathic.

This character type is The Challenger.

9. Fear of separation

These characters strive to avoid loss and fragmentation. Desiring peace and harmony, they make excellent communicators and mediators. They dissociate from conflict, and possibly from themselves. They may be numb or even catatonic.

Whether you work for a small company, a large organization or are an entrepreneur, understanding the keys to advancing your career or business will make the journey of your work life not only more enjoyable but will produce amazing results.

Earning more money and receiving promotions are the two things that most people focus on when mastering the art of Career Success. The punch line is simple and I won’t make you read further to hear it. This is the most effective way to Save Your Job! The two keys to a tremendously successful career are Positioning and Influence.

Within our PIVOT ™ model – Positioning and Influence are the foundation for your desired success. It took me a tremendous amount of frustration and several years to figure this out. I always blamed a number of other issues for the reason I was being passed over for promotions and why I earned less money than my counterparts. I don’t want to see you go through that painful learning curve.

Besides the more frequent and larger raises I began receiving and the promotions that seemed to find me. I also found an even bigger benefit to applying these principles of Positioning and Influence. The biggest benefit you will gain from using these keys to career success is peace of mind. That my friend is priceless. Of course not all stress and work issues disappear. But, the ease in which promotions and raises will come to you is a benefit that will foster incredible peace of mind.

Master these techniques of Positioning and Influence and you’ll find it the best investment of time and learning you could possibly make. This will set you apart from the competition.

While others will struggle to get noticed and make an impact, your Positioning and Influencing skills will move you further and faster up your career ladder than the average ambitious individual.

Imagine having your choice to work the job or position that aligns much closer to your true desire and career goals. That’s a feeling not many people get to experience.

Before we go into our fool proof method of establishing perfect Positioning and creating maximum Influence, we must cover a few things related to what ‘not to do.’

Avoiding these career killing Deadly Sins must be done before and during your quest for proper Positioning and Influence. Some may seem obvious on the surface, but failure to pay attention to these five career killers will negate what you will learn from me about perfect positioning and massive influence. So here they are. Read them carefully and follow them closely.

Avoid #1: Aligning with the wrong person(s) at work

Whereas you may have a great relationship with your boss or another leader in the organization, it is imperative that you are also aligned with the power player(s) of your org, company or industry. When you are connected to the right power player then (in military terms) you will have solid dependable ‘air cover’ when your organization goes through stress or change – which is actually the norm and not the exception. This is a part of what the Positioning strategy will do for you. In a future release I will show you exactly how to select the right power player to align with – as well as the easiest and most effective way to Influence them, even if you are not running in their circle today.

Avoid #2: Sex, drugs and politics

I know this seems obvious but studies have shown that a high number of failed or stalled careers are attributed to one of these issues. Of course your company has or should have HR policies regarding most of these. But you would be surprised how many people are violating these policies regarding Sex and Drug use on a regular bases.

Some are coming to work under the influence from time to time. Some may be having an affair with a co-worker. Some may simply have very strong political views that they are not ashamed or hesitant to share.

Sharing your politics is not usually a policy violation, but if done incorrectly can have the same effect. Try not to let your political views alienate you from your co-workers. Don’t be paranoid but be aware how your views may be in direct conflict with the company culture. Be yourself but be aware of the predominant political tenor of the organization and conduct yourself accordingly.

Avoid #3: Being a minority…

Of course simply ‘being a minority’ is not something to avoid, nor can you. However, playing the minority card when things are not going according to plan can set your career back and in some cases it can be unrecoverable.

If you become known as ‘that person’ who blames your circumstance or treatment on race, gender, sexual orientation, physical abilities or other differences, then you could be setting yourself up to be seen in a light that can silently kill your career.

Avoid #4: Becoming someone you feel you’re expected to be

One of the worst things you can do is lose yourself in trying to be what you think your boss wants in order to win favor. Your character, leadership style and values are never to be compromised. Doing so will create unnecessary stress for you and will result in inconsistencies that others will simply view as poor leadership. If you cannot find a way to stay true to your values while integrating into the company culture, then it may be time for some soul searching or maybe some job searching. Trying to stick it out could hurt your career in the long run.

A great job performance works well if your job is producing widgets. At the lower levels in an organization high productivity is often rewarded. However at the middle management level and above, the more you are seen doing the right thing is the best prescription for a healthy career. Being invisible may feel safe but will slow you down from moving further in your career and earning more money. If you’re not an outgoing person and find it difficult to connect with other workers, it will show and it will hold you back.

The good news is – ‘These 5 Things To Avoid’ are not difficult things to avoid. Secondly it’s also true that all of ‘These 5 Things’ apply to Large Company employees (all levels), Small Business owners and to Entrepreneurs within their industry.

If you only had a little more money, then many of your problems would go away.

If you had more money you could do the things you were meant to do in life.

If you can relate to any of these statements then you are normal. Yes normal, but completely wrong. Money is not your issue.

The idea that the lack of money is your problem misses the true issue that lies at the heart of so many problems that we often believe money can fix.

If you are reading this to find a way to generate more money in you life, then you won’t be disappointed. But before I unveil the mystery and secret to generating more money flow in your life, I have to put things in perspective.

Let’s examine the truth with respect to your having too little or too much money. What? Too much money!? Is that even possible?

I am not sure because like you I continue to allow room for more and more money to flow into my life. To date I have not reached the point where I think I have too much. However, in putting this ‘money can solve my problems’ mindset into perspective I must share a warning of caution. If you are of the mind that money will solve your problems – think again. Truthfully, some people do have too much.

I know you have heard the stories of lottery winners that ended up either broke, dead or in someway worse off than before they won the so called answer to all their problems. And I know you’ve heard the stories of those multi millionaires that are so unhappy with their lives that they commit suicide or some other devastatingly destructive act.

Yes I know – If you had the money, things would be different. I don’t doubt that for a second. I feel the same way. I would not be as careless as the instant millionaire that won their fortune in the lottery or as ungrateful as the depressed multi millionaire that cannot seem to appreciate the gift of wealth they are blessed to have in their lives.

What is clear however is that no matter what your economic standing is – you have the same opportunities for failure, depression, loss, loneliness, unhappiness and all the other negative emotional states we all want to avoid.

Whether you consider yourself among the rich, the middle class or one of the impoverished, the opportunity for grief, sadness, disappointment and general unhappiness can affect you or anyone of any financial class.

Most of you have heard and already know that money cannot buy happiness. So then, what is it that makes us pursue it so hard as if IT IS the answer to all your problems?

When I examined this phenomenon by talking and interviewing people of all economic status (wealthy, homeless and average income earners) I found something very interesting. Money is not the issue at all.

When I peeled back the onion one layer at a time I found that it is your RELATIONSHIP with money that determines how money with flow in and out of Your life and how it will help hinder or change your life in significant ways.

Yes, your RELATIONSHIP with money.

This in includes your beliefs about what it can and can’t do for you.

It includes your thoughts on how easy or difficult it is to come by.

It includes how worthy you feel to have a lot of it in your life.

It even includes your spiritual connection with money.

That is to say – Is there guilt in having too much?

Is loving money really the root of all evil?

All of these aspects speak to your relationship with money. This sets the stage and creates the smooth or very bumpy path you travel in search of more.

Resulting from this discoveryI have been able to apply a secretthat moves people through what they would have called their darkest financial moments to a place where the darkness has lifted and the flow of money has increased beyond their expectations.

So, what is this secret you ask?

The secret has more to do with how your mindset is constructed to leverage the power of your thoughts, knowledge and wisdom.

The first thing that has to happen is that you must be very clear and embrace that money – abundant or in lack – is not the core issue for you. If you are having difficulty and can relate to the first four statements of this article then I say to you that the issue you must address immediately is increasing your awareness that money is available to you right now. Money is always there and available to you in small or very large amounts. This is true for everyone of us.

Once you TRULY grasp that concept, then you will quickly refocus your mind and attention on resolving the things that may truly be causing your financial heartburn.

Grasping the concept that money is ever available to you is not a difficult one to embrace. However, it does mean tossing out some of your conventional wisdom.Try looking at it using this example: If you had your closest loved one (spouse, child, partner, parent) taken from you and were told in order to ensure their safety and have them returned – you have to come up with a certain amount of money, say $5,000. How would you respond? Beyond calling the FBI – perhaps not in all cases, but certainly in most – you would begin looking for ways to raise the money needed to secure the safety of your loved one.

Certainly the stakes (a loved one being kidnapped) are not often that high, but whatever desire you have put on hold until you get the money, or whatever problem you can not solve until you have the money – Think of what you would do if you HAD to raise the money.

Would you sell your personal items online?

Would you borrow from a friend or bank?

Would you hock your jewelry?

Would you dig into your retirement funds or life savings?

Would you work a second job or overtime?

I would venture that you would dig very deep into your imagination in finding ways to come up with the funds needed (to get your loved one back.)

If you have a problem that is big enough or a desire or goal that is burning hot enough inside of you, then there is no way that money would stand in the way of your accomplishing what you want to accomplish.

With that in mind it then becomes clearer that money is not as much of an issue as something else. That something else is desire. You have to want it bad enough. Is not getting what you what considered high enough stakes for you to do what it takes to transform your financial situation?

How much do you want to eliminate that thing which is presenting the challenge you face? If it is a huge problem or burning desire then you will quickly see that money is not the problem.In most cases that I am aware of, willingness to pull out all the stops to get the money is what stands in the way of you pursuing your goals or solving your problems.

The fear that you won’t be able to pay back a loan or the fear that your desired venture will fail, or the worry that you will have less wealth if you sell anything you currently own in order to acquire something else you desire. Fear, doubt and worry are typically the cause of inaction. It’s not the lack of money.

In all of these cases you have made a sub conscious choice to allow the issue or problem to outweigh your courage and confidence to solve it.

This is the best place to start. But, if you’d like to learn ALL the steps to creating$$ MONEY $$FLOW in your life then book a free consultation with me right away to resolve this issue now.

Also listen to my latest Podcast as I give a few more tips on how to overcome your limiting beliefs standing in the way of your financial goals.

If you’d like to transform your financial situation for good – I am offering a free consultation to get you started. Schedule time with me by clicking this link. ========>I WANT $$ MONEY $$ TO FLOW IN MY LIFE

A Name Is More Than A Name

Depends on the name right? What if you like the name you’re being called – like ‘genius’ or ‘natural leader.’ How about when the name is not so flattering to you? Names like ‘idiot’ or ‘minion.’

The truth is we are all labelled overtly, covertly, formally or informally. Leaders however, must be very careful in how employees are labeled and how they are treated after the labeling occurs.

Although we are now adults I’m sure you can remember what it was like to have some kids call other kids names and have those names stick for years. Depending on the name a kid was called, it could change the way the other kids saw them and treated them. Being in a clique or being bullied often came from this personality labeling.

My caution to leaders is that this same dynamic can and does take place among adults in the workplace. I have seen this take place first hand. I am not referring to the informal whispers behind someone’s back that leads to informal labelling or name calling. Let me explain how official sanctioned labelling occurs in the work place.

Labels Are Unavoidable And Even Necessary

In most companies leaders try many things to get the most out of their teams. To ensure employees work well together and that teams perform at higher levels, leaders have to know who their employees really are and how they are likely to behave in differing situations.

There are 3 basic ways that leaders collect this information and makes these determination.

1 – Leaders regularly observe and evaluate the employee. Observation takes place daily and a formal evaluation should take place at least two times a year at minimum. This formal evaluation is usually focused on the employee’s work performance and includes input from the supervisor’s direct observation of the employee’s work and behavior. From this the employee is labeled anything from Unsatisfactory to Outstanding. That is the label they will carry for the coming year and beyond unless they do something to shift the supervisor’s opinion during the next evaluation period. The work performance portion of the evaluation is based on objectives but the observation portion is fairly subjective.

2 – There is often subjective observation and feedback collected informally and formally from other employees in and out of the employee’s home department. This is sometimes done through 360 degree feedback forms or direct interviews with the employee’s peers. Informally it can be a simple as word of mouth passing conversations.

3 – A third method that is being used more and more is a formal assessment process of personality type. Many companies use this method to identify the behavioral traits and tendencies of their employees. Typically a series of questions are asked that when the answers are run through a psychological evaluative software program, the resulting output is a unique profile associated with person answering the questions. This does not take the place of the performance review but plays a very important role in establishing an identity of sorts that can be used in building a team, assigning work and influencing day to day interactions.

When a company or a department decides to have their employees go through this personality assessment process it is for the purpose of providing a predictor of employee behaviors. With the profile established for each employee the leadership can now view into another dimension of the workforce and workforce dynamics which can help the leader increase the overall effectiveness and performance of the organization.

The power of these predictive behaviors is realized by having the results shared and known by members of the same team and therefore enhances the peer to peer interactions and teamwork. It also allows the leader to better communicate and motivate team members individually in ways that better address to the individual employee’s needs.

When these assessments are completed on each person there are names or labels describing their personality type which the employee exhibits as their main behavioral style.

Different assessment tools use different labels for naming the behavioral predictive styles. in most cases a primary and secondary type name is used to describe the employee.

Which Personality Type Are You Most Of The Time?

There are several ‘Personality Type’ assessment tools that companies use. For example a well known assessment instrument called the Myers-Briggs uses categories that assess Psychological Functions, Attitudes, and Lifestyle Preferences. Results are labeled in these categories as:

Feeling vs Thinking (F / T)

Intuition vs Sensing (N / S)

Perception vs Judging (P / J)

Introversion vs Extraversion (I / E)

A more detailed explanation of what each of these labels mean and how they play out for the individual is shown in the diagrams below.

There is also The Birkman and The Keirsey assessment tools that are offshoots of the Myers-Briggs. And many other lesser known instruments.

Possible Outcomes: Stigma Or High Performance

The bottom line to all of these assessment instruments and the results they produce is that they provide a snapshot and insight to one’s personality that is often used to determine a good or bad fit within a team.

When used in this manner, the outcome can be very powerful. Recognizing the strengths of each team member allows the leader to guide a more effective team overall.

Unfortunately, many leaders use these results to coach and develop performance improvement plans for the employee. I personally think this is a misuse of these results.

Which brings me back to the main point of this article. The labeling that occurs with the assessment output can be used very effectively to understand the behavior of boss, peers, subordinates, clients etc. However the same sword’s other edge can cut deeply when used incorrectly.

The mere fact that there is now a category, label or type that gets associated with an employee has the potential for that labeling to be used in a negative way. In extreme cases it could stand in the way of that employee’s future advancement opportunities and even alienate them from others in the organization depending on the pervasive personality types that are in the group.

How To Avoid The Impact Of Labelling

It is therefore extremely important that the correct effective training and coaching be administered along with the sharing of the results that the group or organization will receive.

Having personally coached teams that have taken these assessments, I have seen far too many employees respond negatively to their peers after learning of the differences between them. It can have the same effect within the group’s culture as having other differences highlighted. (race, gender, sexual orientation and so on.)

If the leader is not skilled in creating an inclusive culture that values the diversity of the employees, including personality styles, then the chance for organizational dysfunction grows.

Two solutions come to mind to prevent the down side of implementing Personality Type Assessments in an organization.

1 – Clear and thorough training of the leaders that will have to manage the teams going through the assessment. In fact, it makes the most sense that the executive leadership team or department heads go through the assessment before their departments. The CEO should also have an assessment done with specific one on one coaching as the results are shared. Ensuring the top level executives are clearly trained and skilled at managing through the varied results that will come from these assessments can only help in the acceptance, and smooth implementation while resulting in the greatest positive impact these assessments were meant to have.

2 – Although many companies select one method and that becomes the standard assessment tool used throughout the company, I would recommend the use of at least two instruments administered fairly close together in time. Of course this is much more work relative to training and understanding the output. However since different instruments capture personalities in different ways the rich data that can come from these results will have the effect of showing a more rounded individual as opposed to a snapshot taken from one angle. This is not a popular recommendation primarily due to the cost of implementation and if not done well can lead to confusion. But, having these diverse views of the same individual will have the effect of minimizing the hard labels that can come from a single assessment instrument.

Clearly my first recommended solution is most important and if only one were to be followed it would be number one hands down. A comprehensive well thought out strategy for training and implementation that includes the company’s leadership should be considered table stakes in implementing any personality assessment tool.

If you need help in implementing one of these assessment instruments or dealing with the aftermath of having implemented an assessment, give my office a call. We will happily address the situation you or your team may be challenged with and ensure you get the most out of the results you have or will receive.

Is This Something I Want Or Something I Need?

To make getting what you want simple and easy, just use my Be-Do-Have model. I’ll explain shortly. But first let’s be clear on what you want. Are you really clear on what you want?

Are you more focused and successful in getting what you need Vs. what you want? Most of us are. If there is something that you absolutely need then it seems to take precedence and priority over things that we simply want or desire.

For the sake of this article let’s assume we have moved up Maslow’s hierarchy of needs and are strictly discussing what it is we want. You could in fact argue that the list of desires we have are not at all related to our needs. However the argument I pose is that the desires we have feed a part of our psyche and our emotional longings that in fact fill a need within us. The need to improve, achieve, grow and succeed.

So if filling our wants and desires is in itself a human need, then understanding the dynamics of getting what we want will in fact be addressing a fundamental need we have to grow improve and succeed. This brings us closer to the pinnacle of Maslow’s pyramid – Self Actualization.

Although our specific desires and wants are not classified as needs, having the wants and desires is part of the human experience. Therefore filling these desires can be considered a need.

Hierarchy of Needs Pyramid

Simply put – we have a need to pursue our wants and desires. Even though that is not spelled out on Maslow’s chart – it is just as important as any other level leading to the top layer.

To start this journey of getting what you want, you have to start with the fundamentals and really get clear on what it is that you really want.

Think of a time when you wanted something so bad that you could not think of anything else? It could be something a simple as wanting your favorite dish to eat. Not because you had the need to eat but you have the strong taste for that one thing and you couldn’t get it out of your mind.

Will Getting What You Want Make You Happy?

Subconsciously you evaluate the things that you believe will make you happy or at least satisfy you for the moment, and that gets a spot on your list of ‘Things I want.’ How long it stays on the list or what spot it holds in priority on that list may vary. Still the want or desire is there and if it is strong enough – it cannot be ignored.

Everything You Need To Be Happy?

This doesn’t have to be too complicated – but the truth is – when we pull back the curtain, what is revealed to us is a fairly complex arrangement of desires that seem to have an impact on our happiness.

Of course we want it all don’t we? In just doing a quick brainstorm of the specific things you want are any of the following on your list?

Car, House, Money, Job, Health, Status, Respect, Knowledge, Computer or other equipment, Clothes… The list can get quite long if we keep going.

To make the discussion relatively simple and digestible let’s start with the areas that most if not all of your wants can be categorized into.

It May Not Be That Simple

Mind Spirit Body Stones

You are a multidimensional being with at least four major layers to you. Having an appreciation for the dimensions of who you are is important as well.

Your Physical, Mental, Emotional and Spiritual layers have a lot to do with your drive to obtain the things you want. As you seek to acquire many of the things that are on your list of wants, you should pay attention to the dimension of you that may be driving that desire.

Reaching this awareness is a critical step in aligning and positioning yourself in the best manner to get the things you want.

I call this an internal focus and awareness. The ‘Being’ of the Be Do Have triad. The lasting things you have in your life currently are a result primarily of the person you have become. The Being of who you are or who you are becoming.

Be-Do-Have

Being Doing and Having are intertwined in a way that is not serial. The Being Doing and Having all exist simultaneously. the nature of what you have and what you do will change with who you become. By this I mean as an example – that if you are struggling with your physical, mental, emotional or spiritual self then the nature of what you do and have will be completely different than if your were whole in your physical, mental , emotional or spiritual self.

It then stands to reason that if these layers of who you are affect the quality of your experience in Doing and Having, then it is critical that we pay close attention to the Being (the physical, mental, emotional and spiritual layers of who we are.)

Can You Buy Happiness?

You may have heard the quote, “Money cannot buy happiness.”

This is testament to how just Having isn’t always enough for us. Happiness does not come from having, but from Being. The same is true relative to Doing. The quality of our experience does not come from our Doing but from our Being.

It is unfortunate that many people discover this after they have acquired wealth or other accomplishments. These same people although from the outside look like they have it all find themselves on a continued search for happiness and fulfillment.

What makes this scenario unfortunate is the a a certain stage in their lives they realize the gap but are not equipped to go inward to find the missing components that bring fulfillment. As a result the cycle continues and they attempt to buy happiness or look externally for it through relationships, material things, drugs, or other means outside of themselves.

Here’s an obvious comment but one worth saying aloud. This does not just affect people with material wealth. All of us are susceptible to this trap. You may have experienced this feeling of incompleteness regardless of your economic status.

If that is the case, then the takeaway for you may be the realization that pinning your hopes of a more fulfilled happy life is dependant on getting past your current financial challenge. It may present itself to you as finding that great loving relationship, or that perfect job. Regardless of the circumstance you’re facing, the one thing that remains the same is that you must start with Being before Doing and Having if you want the best shot at achieving happiness and fulfillment.

The Trap

One major trap to understand is the goal setting process you have for getting the things you want. In most cases the goal will show up as a thing. A car, a house, a relationship, money, and so on.

If your happiness and fulfillment are not recognized to be the real goal, then you will tend to miss the opportunity to point you inward to your true self. You may then seek your happiness through getting the car, house, money and so on. It is very easy to get blinded by the shiny object. So it is more important to focus on what feeling and satisfaction you are seeking and not the item you have selected to give you that feeling.

Don’t get me wrong. Doing and Having the things you want are a part of what you should go after. You can have happiness and fulfillment while enjoying the riches of life’s material bounty.

You Can Have It All

Some teachings would have you believe that true fulfillment and worldly riches cannot coexist. Fortunately I do not subscribe to that point of view. The good news is that you can have it all and enjoy it while being authentically happy and fulfilled.

My assertion in this writing subscribes to the tenet that happiness and fulfillment are more readily available and thus more easily obtained if you start with connecting, caring for and staying true to who you are. Start from the Being before the Doing and Having and all good things that life has to offer will be more readily available to you.

In your mind, your focus, your goal setting, your intentions, start with the Being and then the Doing and Having and you cannot go wrong. Using that rule of thumb can save you a ton of misery down the road.

Don’t Compromise Yourself

There are many times where you will be tested. There are times when a slight deviation or compromise to your values, your authenticity and true self will perhaps gain you some of the things you would really love to Do or Have. This conflict trips up so many people. It all comes down to choice and priorities. I am a big proponent of choice. It is the true power to shape your life that you have. I am not one to preach about what choice you should make – I am only here to empower you on your journey of life by clearly showing you the choices you have.

Allow me to reiterate and be clear. It is not a matter of Being Vs Doing and Having. Remember they all exist simultaneously. The issue is with respect to which is the driver.

My encouragement to you is to begin with the Being as the first consideration in the Be-Do-Have model.

Support and Help Is Available

Should you find yourself struggling with this concept of starting with Being in the Be-Do-Have model. Please reach out to me at ClarenceCaldwell.com to find coaching and support.

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